Falling ill can disrupt your routine and finances, but if you’re employed in the UK and unable to work due to illness, you may qualify for Statutory Sick Pay (SSP).
This government-backed initiative offers financial relief during sick leave, providing vital support when you need it most.
However, understanding the details, such as how much is Statutory Sick Pay, who is eligible, and how to claim, can feel overwhelming.
This guide simplifies SSP for you, breaking down the amount you’re entitled to, the eligibility criteria, and the claiming process.
With insights from reliable sources, you’ll gain a clear understanding of this essential financial safeguard in the UK.
What is Statutory Sick Pay (SSP)?
Statutory Sick Pay (SSP) is a government-regulated benefit designed to provide financial support to employees unable to work due to illness.
It standardises sick pay across employers, ensuring workers retain a portion of their income while taking necessary time off for health reasons. SSP applies to various employment contracts, including full-time, part-time, and zero-hours arrangements, provided eligibility criteria are met.
However, it excludes self-employed individuals who manage their own sick pay. Beyond financial assistance, SSP holds employers accountable for offering income protection during sickness.
While some companies provide occupational sick pay schemes to supplement SSP, the latter serves as a legal baseline.
Understanding SSP is essential, as it ensures employees access income support when facing health challenges.
How Much is Statutory Sick Pay in the UK?
As of the latest update, Statutory Sick Pay (SSP) is set at £116.75 per week. This rate applies consistently across all eligible employees, regardless of their role or industry.
Payments are made directly by employers to employees, usually aligned with their regular payroll schedule.
How SSP is Calculated?
SSP payments are based on a fixed weekly rate. Part-time employees receive the same amount as full-time workers, provided they meet the eligibility criteria.
However, for employees with irregular schedules or zero-hours contracts, SSP may be calculated based on their average earnings over a specified reference period.
You are eligible to receive £116.75 per week for up to 28 weeks. SSP payments cover all the days you’re off sick that you would usually have worked, except for the first three unpaid “waiting days”.
These waiting days are waived if you’ve received SSP in the past eight weeks, which must have included a prior three-day waiting period.
Annual Updates to SSP Rates
The government reviews SSP rates annually, implementing any changes at the start of the fiscal year. Keeping track of these updates ensures that both employees and employers understand their rights and obligations.
While the weekly SSP rate may seem modest compared to regular wages, it is designed as a basic safety net rather than a full income replacement.
Budgeting carefully and exploring additional benefits may be necessary during extended periods of illness.
Who is Eligible for SSP?
To qualify for Statutory Sick Pay (SSP), employees must meet the following conditions:
- Employment Status: You must be classed as an employee and have completed some work for your employer.
- Earnings Threshold: You need to earn an average of at least £123 per week before tax. This applies regardless of whether you work full-time, part-time, or irregular hours.
- Duration of Illness: You must be ill for more than three consecutive days (including non-working days).
Employment Contracts Covered
SSP is applicable across various types of employment contracts, ensuring broader accessibility:
- Full-time and Part-time Workers: Both groups are eligible as long as the earnings threshold is met.
- Zero-Hours Contracts: Individuals with zero-hours contracts qualify if their earnings average above £123 per week.
- Agency Workers: Temporary and agency workers are also entitled to SSP, provided they meet the criteria.
Telling Your Employer
You must notify your employer about your illness within the timeframe they specify. If no specific deadline is set, you must inform them within seven days. Failing to notify them promptly could result in a reduction or loss of your SSP entitlement.
Exceptions to Eligibility
You will not qualify for SSP if you:
- Have already received the maximum SSP allowance of 28 weeks.
- Are receiving Statutory Maternity Pay (SMP).
However, if you’ve recently started your job and haven’t received eight weeks’ pay yet, you can still qualify. Employers may need additional documentation to verify your eligibility.
Linked Periods of Sickness
If you experience recurring periods of illness, they may be considered “linked” if:
- Each period lasts more than three consecutive days.
- The gaps between illnesses are eight weeks or less.
You’re no longer eligible for SSP if you have a continuous series of linked sickness periods lasting more than three years.
Fit Notes and Proof of Illness
For illnesses lasting more than seven consecutive days, you must provide a fit note to your employer. This note can be obtained from:
- General Practitioners (GPs) or hospital doctors.
- Registered nurses, occupational therapists, pharmacists, or physiotherapists.
Fit notes may be provided in printed or digital formats. In some cases, your employer might accept an Allied Health Professional (AHP) Health and Work Report issued by a physiotherapist, podiatrist, or occupational therapist.
What Happens if You’re Not Eligible or Your SSP Ends?
If you’re not eligible for SSP or your entitlement ends, you may be able to apply for:
- Universal Credit
- Employment and Support Allowance (ESA)
To support your application, your employer must provide you with a form SSP1 in the following scenarios:
- Within seven days of your SSP ending unexpectedly while you’re still ill.
- On or before the start of the 23rd week of your sickness if, your SSP is expected to end beforehand.
If you do not qualify for SSP from the start, your employer must issue the SSP1 form within seven days of your first day off work.
Understanding these detailed eligibility requirements ensures that employees are fully informed of their rights and responsibilities when applying for SSP.
How Long Can You Receive SSP?
The maximum duration of SSP payments is 28 weeks per illness or incapacity period. This duration ensures sustained support during prolonged illnesses but also sets a limit for financial assistance under SSP rules.
Waiting Days
SSP begins after the first three consecutive “waiting days” of illness. These initial days are unpaid unless the employer has a separate occupational sick pay scheme that covers this gap.
Continuous Illness
If an employee becomes ill again within eight weeks of a previous illness, SSP payments can resume without waiting days being applied again. This provision is particularly beneficial for individuals with recurring health issues.
After SSP Ends
When SSP entitlement runs out after 28 weeks, employees may need to explore alternative benefits, such as Employment and Support Allowance (ESA) or Universal Credit.
Employers are required to issue a form called SSP1 to confirm the end of SSP payments, enabling employees to apply for other benefits if necessary.
How to Claim Statutory Sick Pay?
Claiming Statutory Sick Pay (SSP) involves following specific processes and timelines, which may vary slightly depending on your employer’s policies.
While the general steps are straightforward, it’s essential to understand your responsibilities and what documentation is required.
Notifying Your Employer
The first step in claiming SSP is notifying your employer about your illness. This must generally be done within seven days of becoming unfit for work.
However, some employers may have a shorter deadline, so check your employment contract or workplace policies for clarification.
Employers may require you to:
- Fill out a form provided by them for the first week of your sickness.
- Submit a letter explaining your illness (a postmark can serve as proof of the notification date).
- Notify them by phone if allowed by their policy.
Alternatively, you can complete Form SC2 (Employee’s Statement of Sickness), which is available at your doctor’s surgery or can be downloaded online. This form is commonly used for absences lasting up to one week.
What Documents Do I Need to Claim SSP?
After the first week of illness, employers typically require a doctor’s certificate or a fit note to continue processing SSP payments.
A fit note is an official document from your GP that confirms you are unfit to work and specifies the duration of your illness.
When Will My SSP Claim Begin?
SSP payments start from the fourth consecutive day of your illness. The first three days are classified as unpaid “waiting days.”
However, if you’ve had a previous period of sick leave within the last eight weeks, the waiting period is waived.
This means SSP payments will begin from the first day of your illness, as the two periods of incapacity are treated as one continuous claim.
Employer’s Role in SSP Claims
Employers are legally required to assess your SSP claim and process payments if you meet the eligibility criteria.
They must maintain records of all SSP payments for at least three years, ensuring compliance and transparency.
If your employer denies your SSP claim, they must provide a valid reason. If you believe the decision is incorrect, you can:
- Speak directly to your employer to resolve the issue.
- Contact HMRC’s Statutory Payment Disputes Team if the problem persists.
What If You’re Unhappy With a Decision?
If you feel that:
- You’ve been unfairly denied SSP, or
- You’re not receiving the correct amount of SSP,
Start by discussing your concerns with your employer. If this doesn’t resolve the issue, escalate it to HMRC’s Statutory Payment Disputes Team, who will review your case and provide guidance.
Understanding your rights and following these steps ensures that your SSP claim is processed smoothly and without unnecessary delays.
Is Statutory Sick Pay Taxable?
Yes, Statutory Sick Pay (SSP) is subject to income tax and National Insurance contributions. Employers deduct these amounts before issuing the payment, treating SSP as part of regular taxable income.
As a result, the net amount received by employees may be lower than the stated weekly rate of £116.75.
While SSP offers crucial financial support during illness, it is vital for employees to account for these deductions when budgeting for essential expenses.
Planning ahead and exploring additional benefits, if needed, can help manage finances effectively during extended sick leave. Understanding this ensures employees are prepared for the actual amount they will receive.
How Does SSP Interact with Other Benefits?
SSP and Universal Credit
SSP recipients may still qualify for Universal Credit if their income is below the required threshold. Universal Credit can help cover living expenses and housing costs during extended illness periods.
SSP and Employment and Support Allowance (ESA)
While SSP and ESA cannot be claimed simultaneously, individuals can transition to ESA after their SSP entitlement ends, provided they meet the criteria.
Occupational Sick Pay Schemes
Some employers offer occupational sick pay schemes that supplement SSP. These schemes often provide additional income during sickness, reducing financial strain.
Employees should check their contracts or speak to their HR departments for details about such schemes.
What Are the Employer’s Obligations Regarding SSP?
Employers play a crucial role in the SSP process, and their responsibilities include:
- Timely Payment: Ensuring that eligible employees receive SSP payments without unnecessary delays.
- Record-Keeping: Maintaining accurate records of absences and payments for a minimum of three years.
- Resolving Disputes: Addressing employee grievances regarding SSP claims. If an employer denies SSP, employees can escalate the matter to HM Revenue and Customs (HMRC).
Employers who fail to meet these obligations may face penalties, emphasising the importance of compliance.
How Does SSP Apply to Different Employment Types?
Zero-hours Contracts
Individuals on zero-hours contracts are eligible for SSP if they meet the earnings threshold. Payments are calculated based on their average weekly earnings over an eight-week period.
Multiple Jobs
Employees with multiple jobs can claim SSP from each employer, provided they meet the criteria for each job independently. This can be particularly beneficial for workers balancing several part-time roles.
Understanding how SSP applies to specific employment arrangements ensures that employees can claim their full entitlements.
Practical Tips for Managing SSP
Managing your finances while on SSP can be challenging, especially if the payments don’t cover your usual expenses. Here are some practical tips to make the process smoother:
- Create a Budget: Outline essential expenses and prioritise bills to ensure financial stability during your sick leave.
- Seek Additional Benefits: Explore whether you qualify for Universal Credit, Housing Benefit, or other local support schemes.
- Stay in Touch: Maintain regular communication with your employer about your health status and any changes to your expected return-to-work date.
These steps can help reduce stress and ensure you have access to the support you need.
Conclusion
Statutory Sick Pay is an essential part of the UK’s employee support system, providing financial stability during periods of illness.
While the weekly amount of £116.75 may not replace your total income, it offers a crucial safety net for workers unable to perform their duties.
Understanding your rights and obligations regarding SSP is vital for ensuring you receive the support you’re entitled to.
Whether you’re an employee navigating eligibility criteria or an employer fulfilling your responsibilities, staying informed ensures the process runs smoothly.
If you’re still unsure about your entitlements, consult resources such as Gov.uk’s SSP guide or seek advice from HMRC. Remember, your health comes first, and SSP is there to ease your financial burden as you recover.
FAQs About Statutory Sick Pay
Can I Receive SSP if I Have Multiple Employers?
Yes, you can claim SSP from each employer where you meet the eligibility criteria, provided your earnings with each employer meet the minimum threshold.
What Should I Do if My Employer Denies My SSP Claim?
If your employer denies your SSP claim despite meeting the criteria, you can contact HMRC for assistance. They can help resolve disputes and ensure your rights are upheld.
Does SSP Cover Mental Health Issues?
Yes, mental health conditions are eligible for SSP, just like physical illnesses. If you’re unable to work due to a mental health issue, you can claim SSP.
How Does SSP Apply to Pregnancy-Related Illnesses?
SSP covers pregnancy-related illnesses up until your maternity leave starts. Once maternity leave begins, you’ll receive maternity benefits instead of SSP.
Can Zero-Hours Workers Claim SSP?
Yes, zero-hours workers are eligible for SSP if their earnings meet the minimum threshold of £123 per week before tax. Even with irregular hours, SSP is calculated based on their average earnings over the previous eight weeks.
Is SSP Affected if I Receive Other Benefits?
Receiving SSP can interact with other benefits, such as Universal Credit. While SSP may reduce the amount you receive through Universal Credit, you are still entitled to apply for both, depending on your overall income and circumstances.
What Happens if I Become Ill Again Shortly After Returning to Work?
If you fall ill again within eight weeks of a previous SSP period, you don’t need to wait for the three initial unpaid days. SSP resumes immediately for the new illness, ensuring continuity of support during recurring health issues.
